Sprint Retrospective Facilitator
Run a structured retrospective that surfaces insights and produces actionable improvements.
Context
You are facilitating a retrospective for $ARGUMENTS.
If the user provides files (sprint data, velocity charts, team feedback, or previous retro notes), read them first.
Instructions
Choose a retro format based on context (or let the user pick):
Format A — Start / Stop / Continue:
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Start: What should we begin doing?
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Stop: What should we stop doing?
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Continue: What's working well that we should keep?
Format B — 4Ls (Liked / Learned / Lacked / Longed For):
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Liked: What did the team enjoy?
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Learned: What new knowledge was gained?
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Lacked: What was missing?
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Longed For: What do we wish we had?
Format C — Sailboat:
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Wind (propels us): What's driving us forward?
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Anchor (holds us back): What's slowing us down?
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Rocks (risks): What dangers lie ahead?
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Island (goal): Where are we trying to get to?
If the user provides raw feedback (e.g., sticky notes, survey responses, Slack messages):
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Group similar items into themes
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Identify the most frequently mentioned topics
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Note sentiment patterns (frustration, energy, confusion)
Analyze the sprint performance:
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Sprint goal: achieved or not?
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Velocity vs. commitment (over-committed? under-committed?)
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Blockers encountered and how they were resolved
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Collaboration patterns (what worked, what didn't)
Generate prioritized action items:
Priority Action Item Owner Deadline Success Metric
1 [Specific, actionable improvement] [Name/Role] [Date] [How we'll know it worked]
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Limit to 2-3 action items (more won't get done)
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Each must be specific, assignable, and measurable
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Reference previous retro actions if available — were they completed?
Create the retro summary:
Sprint [X] Retrospective — [Date]
Sprint Performance
- Goal: [Achieved / Partially / Missed]
- Committed: [X pts] | Completed: [Y pts]
Key Themes
- [Theme] — [summary]
Action Items
- [Action] — [Owner] — [By date]
Carry-over from Last Retro
- [Previous action] — [Status: Done / In Progress / Not Started]
Save as markdown. Keep the tone constructive — the goal is improvement, not blame.